The European Union’s legislation requires economic operators to monitor EU infringements in their own sphere of activity. This is because it is the employees or partners of businesses who are the first to be informed of threats or harm to the public interest arising from breaches of EU law. Those who first become aware of such breaches play a key role in detecting and preventing them. However, those who report abuses are often deterred from speaking out for fear of reprisals. Directive (EU) 2019/1937 of the European Parliament and of the Council on the protection of persons who report infringements of EU law (Whistleblower Protection Directive) requires Member States to provide an adequate framework for reporting abuse and to ensure that whistleblowers are adequately protected. The abuse reporting system is operated in order to comply with the Directive and the applicable legislation in Hungary, in particular Act XXV of 2023 on complaints, reports of public interest and whistleblowing.
In the first place, current and former employees, shareholders, executives and contracting parties of Prazi-Hungária Kft. can file a report in the system.
A report can be made in the event of any violation of the law or of a code of conduct established by our Company.
You can make a report by filling in the online reporting form, or you can make an oral report. The investigation of the report and communication and consultation with the whistleblower, if necessary, will not be carried out through the system but through the contact details provided by the whistleblower.
Our Company will investigate the allegations within the shortest time possible under the circumstances, but no later than thirty days from the date of receipt of the notification. The whistleblower will receive feedback immediately after the report has been made to confirm that the report has been received. The whistleblower can verify this by using the identifier provided at the time of the report in the abuse reporting system. The investigation may involve interviewing the whistleblower, contacting and interviewing other persons, examining documents or consulting experts. The above time limit may be extended in particularly justified cases, provided that the whistleblower is informed at the same time. In this case, the whistleblower will be informed of the expected date of the investigation and the reasons for the extension. The time limit for investigating the notification and informing the notifier will not exceed three months in the case of an extension. Our Company will inform the whistleblower of the investigation or non-investigation of the notification, the reasons for the non-investigation, the outcome of the investigation of the notification and the measures taken or planned.
A whistleblower acting in good faith may not be retaliated against for making a report, in particular by being dismissed from their employment for such a reason, by being given a negative performance appraisal, or by being subjected to coercion, intimidation or harassment. However, reporting in bad faith can have legal consequences. A report made in bad faith may constitute a violation of privacy rights, a tort or even a criminal offence.